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Core Functions of AAI

Core Functions of AAI. Development

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Core Functions of AAI

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    2. Core Functions of AAI Development & Management of Airport Infrastructure Air Traffic Management and CNS Infrastructure

    4. Regional Setup

    5. Regional Setup

    6. Compliance of DPE instructions (OM dated 26.11.08 , 28.05.2009 & 05.04.2010) Developing robust & transparent PMS with Bell-curve approach – prerequisite for Performance Related Pay (PRP) [26.11.2008] Performance Appraisals to be consultative & transparent. The appraisal to be shared with the appraisee [28.05.2009] The Objective of New PMS are: Re align the organizational / Departmental objectives with individual objectives – Thrust on ‘Performance Driven Culture’ Evaluate potential of the appraisee to assume higher responsibilities, ex-cadre posts To identify the high performance for rewards

    7. New PMS DPE Prescribed Performance Appraisal Forms to Board Level & Below Board Level executives in MOU signing PSE’s in 2005 DPE issued new set of guidelines on PAR for E-8 & above in April 2010. Based on DPE instructions and inputs from PMS of other PSEs, the New PMS to evaluate the performance of executives was introduced for year 2010-11. New PMS in AAI has been categorized for two levels: Level E-1 to E-7 Level E-8 & above – as per DPE instructions

    8. Salient Features Of New PMS Parameters and their relative weights for level E-1 to E-7

    9. PMS Is a FIVE Step Process Cascading down the Organizational and Departmental goals/objectives Setting KPA (targets) & assigning weightage to these KPA & deciding Functional / Managerial competencies required to achieve these goals after sufficient discussions between Appraiser & Appraisee The KPA has to be SMART (Specific, Measurable, Agreeable, Realistic & Time Bound) Review of performance revisit KPAs Assessing the resources skill requirement Discuss & arrive at assessment of performance on the basis of agreed targets, functional/managerial competencies, special achievement, potential & core values actualization by individual Training & Development Plan

    10. Moderation to ensure parity and minimizing the variations of assessment by Normalization Committee ( At Region level, CHQ level to ensure objectivity & transparency in PMS) ‘Bell curve’ envisages 10-15% executives as outstanding, 10% below par and balance 75-80% are acceptable Communication of final performance and developmental feed back to appraisee If there is 5% reduction in overall score after normalization/moderation, the executives may be counselled by Reporting Authority PMS Is a FIVE Step Process

    11. Performance Related Pay

    12. Thank You!! Presented by: Vilas Bhujang, Executive Director (HR), Airports Authority of India E-Mail ID: edpers@aai.aero

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